17 best recruitment methods to help you hire like a pro

Recruitment methods refer to techniques and strategies used by hiring managers to find, screen, and hire top candidates for job openings. Easily said, it is a complex process. Studies show the hiring process lasts 3-6 weeks.

On top of that, 73% of people are passive job seekers. How do you find the best active job seekers in a large talent pool? Each job has different requirements. What approach can recruiters use to get the most suitable candidates?

With a suitable recruitment method, it can be easier. This blog covers 17 different hiring methods to help you find top-notch talent. 

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Types of recruitment methods: Internal and external recruitment

Recruitment methods are classified into two categories: Internal and external recruitment. A company’s recruiters can use several hiring methods based on each job requirement.

Internal recruitment is when recruiters source and hire candidates from within their organization. It is a time-saving approach as the talent pool is within your existing workforce. 

This method often doesn’t follow traditional hiring processes such as interviewing and onboarding. One major drawback is that it may restrict new ideas, diversity, and innovation since everything is kept in-house.

External recruitment occurs when recruiters source candidates outside their organization. This approach offers benefits such as fresh perspectives, greater diversity, access to a larger talent pool, and renewed energy.

However, a significant limitation of external recruitment is that it can be time-consuming and expensive. This is due to the lengthy process of sourcing candidates, screening resumes, conducting interviews, and assessing skills before hiring. 

Direct, indirect, and third-party methods of recruitment

Apart from internal and external recruitment methods, there are three other types proposed by Dunn & Stephen (1972): Direct, indirect, and third-party.

• Direct recruitment involves establishing contact with potential candidates while still in education.

• Indirect recruitment uses advertising, job boards, and media channels to attract candidates.

• Third-party recruitment involves using employment agencies, employee referrals, or other external sources to find candidates. 

Let’s discuss all of it in detail.

17 recruitment methods every recruiter must know

Every recruiter dreams of posting a job and having the perfect candidate appear. Unfortunately, that’s rarely the reality. 

HR professionals must adopt the right strategies, whether job portals, social media, or referrals, which can feel chaotic. That’s why it’s essential to understand each recruitment approach to choose the best one for your needs.

1. Promotion

A promotion involves elevating an employee to a higher position, often accompanied by increased responsibilities, status, and compensation.

For instance, if a company has an opening for a senior content writer and already has a talented content writer on staff, they can promote that individual to fill the vacancy.

2. Transfer

A transfer refers to moving an employee from one position to another at the same organisational level. Transfers can benefit both the employee and the organization, as they allow for skill diversification and the opportunity to fill vacancies in different departments without needing external recruitment.

For example, suppose a company has a marketing manager position in a different department and an employee from the sales team has strong marketing skills. The company can transfer that employee to the marketing manager role to leverage their expertise.

3. Rehiring old employees/ Boomerang hiring

Boomerang hiring, aka rehiring past employees, is becoming increasingly common. A Harvard Business Review article stated that about 28% of new hires were past employees who resigned within 36 months.

Boomerang hiring is a recruitment method in which past employees who left on a good note are hired again by the same company.

This approach benefits both the company and the employee. Employees are already familiar with the company’s skills and culture. For the company, it minimizes hiring costs and time, saving potential bad hires. 

A bad hire costs almost 30% of the role’s salary. Hence, rehiring past employees is a great strategy.

4. Referrals

Employee referrals integrate internal and external recruitment approaches. Current employees refer potential candidates they know of for an open position.

This method is quicker and more cost-effective than others. Companies mostly prefer this approach as their current employees already know the skill sets required for the position and for the person they refer. 

5. Unused talent pool

When a job is posted, it often receives many applications, but only a few candidates are hired. The leftover applications from this process can be a valuable resource to revisit when you need to fill a current position in your organization.

Let’s understand the other 12 recruitment methods, which fall under the external approach.

6. Word of mouth

Word of mouth is a powerful strategy that uses personal networks and recommendations to attract the best talent. Big companies and popular brands can use this method since they attract unsolicited job seekers daily. Their strong employer brand makes them a preferred choice for many candidates.

Startups and other companies can also benefit from this. When current employees share positive experiences about the culture and work environment, others in their contacts might consider applying to the same organization. 

7. Direct job advertisement

Direct advertisement is the most common recruitment method. In this method, recruiters advertise job openings on various platforms, such as job portals, the company’s career page, social media, etc.

This enables them to tap into a wide talent pool. One major disadvantage of this method is that it’s often costly.

Free options are available, like posting on LinkedIn or Indeed, but these may bubble out with time. An Indeed study reported that a job advertisement costs anywhere from $5 to $150.

8. Employee exchange

Employee exchange is a program that enables employees to temporarily take on different roles or work in other organizations. This initiative helps them enhance their skills, gain new experiences, and promote professional growth.

Governments manage employee exchange programs, which are mandatory in some countries. In India, for example, there were 640,000 employee exchanges in 2022.

Employers can post new job openings on the exchange and receive details about suitable candidates. This method is a cost-effective way to find talent, though it is primarily suitable for junior roles in industries like manufacturing, agriculture, and artisanal work.

9. Social media recruitment

Hiring managers are increasingly using social media to search for ideal candidates. About 94% of HR professionals advertise a job opening using social media. This aligns with the statistic that about 64% of candidates also use social media platforms like Twitter, LinkedIn, and Instagram to search for jobs.

Recruiters can promote their company by sharing employee reviews, work culture, etc., attracting candidates.

Social media is also an excellent way to build relationships with potential talents. Engaging directly with candidates via comments, DMs, and likes can help establish a good rapport.

On the other hand, social media recruitment is quite labour-intensive. If you have a small organization or are resource-bound, this recruitment method may not be ideal. 

This is because interacting with candidates doesn’t work with automated responses. 

10. Educational Institution

Educational institutions serve as a key source for attracting potential candidates. Fresh graduates are eager to showcase their skills and secure excellent job opportunities upon completing their studies. 

This approach is called Campus Recruitment, where employers conduct interviews to select the best candidates for their available positions.

11. Recruitment agencies / Headhunters

Recruitment agencies or headhunters are excellent options for hard-to-fill positions and companies that lack an internal HR team.

Thus, outsourcing the hiring process to recruitment agencies helps manage the 360 recruitment cycle. Though it might cost at least 20% of the role’s salary, these agencies are a good alternative due to their customized staffing services.

Additionally, you can engage a recruiter to reach out to specific talent currently employed by your competitor. A headhunter can handle that if you prefer not to make direct contact.

Also Read: Headhunting in recruitment: Your ultimate Guide

12. Recruitment events

Recruitment events or drives are an ideal place to attract talent for big organizations or companies planning to expand their workforce.

These events can range from one day to weeks, including various drives like a hackathon, graduate platforms, etc.

An idea of your ideal candidate persona and their value proposition will help you sort out a massive candidate pool.  

Job shadowing is an effective way to identify potential candidates while also promoting your employer’s brand. It showcases your company’s commitment to talent development and provides insight into your workplace culture.

On the flip side, there could be tremendous competition from other companies. Or, you might burn cash and not find the right candidate. You might also have difficulties screening candidates due to a huge pool of applicants.

13. Labor contract

Labor contract recruitment methods are majorly used by manufacturing companies looking for factory workers or manpower. Workers are appointed on a contract basis for a specific time. 

14. Internship and apprenticeship

Internships and apprenticeships are the best way to assess a candidate’s skills and abilities. They are also the oldest and most well-known method of recruitment.

An internship is a short-term work experience provided by an organization. At the same time, an apprenticeship is a structured training program that combines on-the-job training with some formal education aimed at developing skilled professionals in a specific trade or profession.

Internships and apprenticeships are the best way to nurture young talents fit for a company’s culture and values. 

15. Professional network methods

A professional network is a group of colleagues and industry professionals who endorse your work experience and accomplishments for hire. 

Such networks require people to register with appropriate certificates to prove their qualifications. 

Recruiters can partner with such organizations by attending conferences, network meet-ups, etc, to find highly qualified professionals.

16. Niche candidate networks

Niche candidate networks are dedicated online communities, forums, and groups focusing on specific industries or professions.

These platforms provide recruiters and hiring managers a valuable opportunity to engage with a targeted audience of candidates with specialized skills and expertise.

17. Passive candidate and cold outreach

Passive candidates are professionals with the right qualifications and skills but not looking for a job change. Such candidates are content with their current company and have positive employment records. 

Recruiters can interact with passive candidates via referrals, social media, word of mouth, or through professional organizations. 

Keep nurturing good relationships with such candidates and approach them at the right time with the right offer.  Recruiters can also cold DM potential candidates. 

Which recruitment method is the most effective?

Now that you know 17 recruitment methods, how do you choose the right one?

Well, that depends on the open position, the nature of recruitment, company goals, etc. Including a mix of internal and external recruitment strategies is always beneficial. 

Recruiters must be creative in analyzing the best channel depending on the department and the role. 

Obviously, the ultimate goal of any recruitment strategy is to eliminate bad hires. Selecting the right recruitment method isn’t enough; you must evaluate candidates effectively. 

That’s where Testlify comes in. Explore our library of over 1,700 tests to ensure you find the best fit for your team.

Aparna

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Content Writer

Aparna is a recruitment & HR content expert, creating research-driven B2B content that simplifies complex ideas & deeply engages audiences.